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Business Challenges
Interim NHS People Plan

Financial Business Case

You can deliver an effective Recruitment Strategy by fully utilising the relevant ESR functionality. In doing so, you will realise a range of cost and service improvements for your organisation.

Cost Improvement

  • Minimising the time to hire will result in a reduction in expensive agency and temporary staffing cover.
  • Use of e-Recruitment Interface and Junior Doctors Interface will vastly reduce the amount of administration effort required by removing duplication of data input.
  • Inter Authority Transfers (IAT) at the pre-hire recruitment stage has the potential to reduce the administrative time and effort required within the recruitment process for NHS-to-NHS staff movements.
  • Early contractual data such as continuous service dates (CSD) and service history is available pre hire via the IAT process; ensuring correct salaries are paid as early as possible.
  • Reduction in the duplication of training required at the hiring stage through the portable training record.
  • Reduction in the duplication of Vaccines & Immunisations required at pre hire through the portable Occupational Health record.

Service Improvement

  • Filling vacant posts with the correctly skilled people will result in a safer environment for your patients and your employees.
  • A streamlined recruitment process will result in a better experience for the applicant and your future employees.
  • You can tailor your corporate and local induction, giving new team members an efficient and complementary on-boarding experience to your organisation.
  • Ability to monitor and report on vacancy levels through the use of establishment control, thereby maximising control of associated spend.
  • Business Intelligence supports workforce planning reporting and the ability to identify hot spots to allow for a targeted recruitment approach.
  • Improve the recruitment experience for new starters

To access key information and resources to support Financial Business Case click on the icons below

Business Challenges

  1. Are your recruitment activities putting you in a strong position to attract the workforce you need?

  2. Do you know where you recruit/attract applicants from?

  3. Do you have an understanding of your current organisation’s establishment, vacant positions, and approved vacancies?

  4. Has your organisation reconciled ESR to your financial ledger as per Carter’s Recommendation 12?

  5. Is your organisation actively involved with the regional/national streamlining programmes?

  6. How does your organisation record and monitor mandatory employment checks such as Disclosure and Barring Service (DBS), Professional Registration, and Right to Work?

  7. How do you monitor mandatory employment checks once the applicant is an employee? Do you use the automation and interfaces in ESR to help you?

  8. Do you have sufficient information to enable you to proactively recruit in response to workforce trends and changes in service needs?

  9. Are you able to respond to Sustainability and Transformation Plans in your area, in relation to workforce needs to meet service demands for now and the future?

  10. Is your on-boarding process quick and efficient, getting your new recruits into the workplace as soon as possible?

  11. How do you ensure your new starters do not repeat mandatory training when moving to your organisation, if their training is still valid?

Latest Resources

To discuss the functionality available in ESR, to undertake an ESR Assessment on your current and potential usage, or for further information, advice and support please contact your local NHS ESR Functional Account Manager.